Development of Thai Authentic Leadership Measure: An Application in a Military Context
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Published
Jun 2, 2017
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Abstract
The objectives of this present study are to investigate the constructs underlying of authentic leadership in the Thai context and to develop a reliable and valid measure of a Thai authentic leadership measure. Findings suggest that Thai authentic leadership and Walumbwa et al.’s (2008) authentic leadership models are found to be consistent in four dimensions: self-awareness, relational transparency, balanced processing, and internalised moral perspective. However, the effect of being collectivist in Thailand suggests an additional dimension of authentic leadership, namely, relational harmony. In order to develop a new scale, there were two parts included in this study. Part I included items development and factor determination, data collected from 172 Thai Armed Force Officers. An exploratory factor analysis determined five dimensional structural model with 21 items. In Part II, data collected from 400 Thai Navy Officers. A confirmatory factor analysis was performed. The Results suggested to delete two items, and five dimensional model (19 items) was acceptable fit to the data (RMSEA = 0.05; RMR = 0.02; CFI = 0.96; GFI – 0.93). This paper also discusses an agenda for future research and practical implications to develop the existing theory and authentic leaders in the Thai workplace.
References
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Davis, J. H., & Ruhe, J. A. (2003). Perceptions of country corruption: Antecedents and outcomes. Journal of Business Ethics, 43(4), 275-288.
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Komin, S. (1990b). Culture and work-related values in Thai organizations. International journal of psychology, 25(5–6), 681–704.
Komin, S. (1995). Cross-cultural management communication in Thailand, In Paper presented at the SEAMEO’s RELC Regional Seminar on Exploring Language, Culture, and Literature in Language Learning, SEAMEO Regional Language Center, Singapore, 17-19 April 1995.SEAMEO Regional Language Center, Singapore.
Lagan, T. E. (2007).Authentic leadership: Development of a four-dimensional scale and identification of a nomological network. (Unpublished doctoral dissertation). The University at Albany, State University of New York, New York, USA.
Ledgerwood, J., & Un, K. (2003). Global concepts and local meaning: human rights and Buddhism in Cambodia. Journal of human rights, 2(4), 531-549.
McIntosh, C. N. (2007). Rethinking fit assessment in structural equation modeling: A commentary and elaboration on Barrett (2007). Personality and Individual Differences, 42, 859–867.
Neider, L. L., & Schriesheim, C. A. (2011). The authentic leadership inventory (ALI): Development and empirical tests. The Leadership Quarterly, 22(6), 1146-1164.
Novicevic, M. M., Harvey, M. G., Ronald, M., & Brown-Radford, J. A. (2006). Authentic leadership: A historical perspective. Journal of Leadership & Organizational Studies, 13(1), 64-76. doi: 10.1177/10717919070130010901
Bass, B. M., & Steidlmeier, P. (1999). Ethics, character, and authentic transformational leadership behavior. Leadership Quarterly, 10, 181–218. doi: 0.1016/S1048-9843(99)00016-8
Bentler, P. M. (1990). Comparative fit indexes in structural models. Psy- chological Bulletin, 107(2), 238–246.
Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological Bulletin, 88(3), 588–606.
Bhanthumnavin, D. (2008). Empirical construction of multilevel psychological sufficiency scales. Journal of Psycho-Behavioural Science: Thai Behavioural System, 5(1), 122-154.
Bollen, K. A. (1989). Structural equations with latent variables. Oxford, England: Wiley.
Boonsathorn, W. (2007). Understanding conflict management styles of Thais and Americans in multinational corporations in Thailand. International Journal of Conflict Management, 18(3), 196-221.
Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model fit. In K. A. Bollen, & J. S. Long (Eds.), Testing structural equation models (pp. 136–162). Newbury Park, CA: Sage.
Cooper, C. D., Scandura, T. A., & Schriesheim, C. A. (2005). Looking forward but learning from our past: Potential challenges to developing authentic leadership theory and authentic leaders. The Leadership Quarterly, 16(3), 475-493. doi:10.1016/j.leaqua.2005.03.008
Cottrill, K. R. (2011). Antecedents and outcomes of inclusion: exploring authentic leadership, organizational climate for ethics, organization-based self-esteem, and organizational citizenship behaviors. (Unpublished doctoral dissertation). Alliant International University, Los Angeles, California, USA.
Davis, J. H., & Ruhe, J. A. (2003). Perceptions of country corruption: Antecedents and outcomes. Journal of Business Ethics, 43(4), 275-288.
Deephuengton, P. (1992). Politeness in Thai: strategies of refusing and disagreeing. (Unpublished doctoral dissertation). University of Kansas, Lawrence, Kansas, USA.
Deng, L. (2010). The City worker Mental Health Scale: A Validation Study. In L.T. Lam (Ed.), Psychological and Health-Related Assessment Tools Developed in China (pp. 34-44). Sharjah, UAE: Bentham Science Publishers
DeVellis, R. F. (2003). Scale development: Theory and application (2nd ed.). Thousand Oaks, CA: Sage.
Fieg, J., & Mortlock, E. (1989). A common core: Thais and Americans. Yarmouth, ME: Intercultural Press.
Field, A., (2005). Discovering Statistics Using SPSS (2nd ed). London, UK: Sage.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
Franke, G. R., & Nadler, S. S. (2008). Culture, economic development, and national ethical attitudes. Journal of business research, 61(3), 254-264.
Gardner, W. L., Cogliser, C. C., Davis, K. M., & Dickens, M. P. (2011). Authentic leadership: A review of the literature and research agenda. The Leadership Quarterly, 22(6), 1120-1145.
George, W. (2003). Authentic leadership: Rediscovering the secrets to creating lasting value. San Francisco: Jossey-Bass.
Gupta, V., Surie, G., Javidan, M., & Chhokar, J. (2002). Southern Asia cluster: where the old meets the new? Journal of world business, 37(1), 16-27.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006). Multivariate data analysis (6th ed.). Upper Saddle River, NJ: Prentice Hall.
Hanks, L. M. (1962). Merit and power in the Thai social order. American Anthropologist, 64(6), 1247-1261.
Hannah, S. T., Uhl-Bien, M., Avolio, B. J., & Cavarretta, F. L. (2009). A framework for examining leadership in extreme contexts. The Leadership Quarterly, 20(6), 897-919. doi: 10.1016/j.leaqua.2009.09.006
Henry, J. W., & Stone, R. W. (1994). A structural equation model of end-user satisfaction with a computer-based medical information system. Information Resources Management Journal, 7(3), 21-33.
Hofstede, G. (2001). Culture’s consequences: Comparing values, behaviours, institutions, and organisations across nations (2nd ed.). Thousand Oaks, CA: Sage.
Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Struc- tural Equation Modeling: A Multidisciplinary Journal, 6, 1–55.
Kamoche, K. (2000). From boom to bust: the challenges of managing people in Thailand. International Journal of Human Resource Management, 11(2), 452-468.
Khilji, S. E., Keilson, B., Shakir, F. Y., & Shrestha, B. K. (2015). Self, follower, organization and the context–a cross cultural view of authentic leadership. South Asian Journal of Global Business Research, 4(1), 2-26.
Klenke, K. (2005). The internal theatre of the authentic leader: Integrating cognitive, affective, conative and spiritual facets of authentic leadership. In W. Gardner, B. Avolio, & F. Walumba (Eds.), Authentic leadership theory and practice: Origins, effects and development: Vol. 3. Monographs in Leadership and Management (pp. 155-182). New York: Elsevier.
Komin, S. (1990a). Psychology of the Thai people: values and behavioral patterns. Bangkok: National Institute of Development and Administration.
Komin, S. (1990b). Culture and work-related values in Thai organizations. International journal of psychology, 25(5–6), 681–704.
Komin, S. (1995). Cross-cultural management communication in Thailand, In Paper presented at the SEAMEO’s RELC Regional Seminar on Exploring Language, Culture, and Literature in Language Learning, SEAMEO Regional Language Center, Singapore, 17-19 April 1995.SEAMEO Regional Language Center, Singapore.
Lagan, T. E. (2007).Authentic leadership: Development of a four-dimensional scale and identification of a nomological network. (Unpublished doctoral dissertation). The University at Albany, State University of New York, New York, USA.
Ledgerwood, J., & Un, K. (2003). Global concepts and local meaning: human rights and Buddhism in Cambodia. Journal of human rights, 2(4), 531-549.
McIntosh, C. N. (2007). Rethinking fit assessment in structural equation modeling: A commentary and elaboration on Barrett (2007). Personality and Individual Differences, 42, 859–867.
Neider, L. L., & Schriesheim, C. A. (2011). The authentic leadership inventory (ALI): Development and empirical tests. The Leadership Quarterly, 22(6), 1146-1164.
Novicevic, M. M., Harvey, M. G., Ronald, M., & Brown-Radford, J. A. (2006). Authentic leadership: A historical perspective. Journal of Leadership & Organizational Studies, 13(1), 64-76. doi: 10.1177/10717919070130010901
Keywords
Authentic Leadership, Scale Development, Thailand, Military Context
Section
Research Articles
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How to Cite
AND BUNG-ON SOROD, Iratrachar Amornpipat.
Development of Thai Authentic Leadership Measure: An Application in a Military Context.
Journal of Community Development Research (Humanities and Social Sciences), [S.l.], v. 10, n. 2, p. 11-24, june 2017.
ISSN 2985-0231.
Available at: <https://www.journal.nu.ac.th/JCDR/article/view/1816>. Date accessed: 25 apr. 2024.